A Capstone Project On IMPLICATION OF HRD MECHANISM ON EMOTIONAL INTELLIGENCE Submitted to LOVELY PROFESSIONAL UNIVERSITY in partial fulfillment of the requirements for the award of degree of MASTER OF BUSINESS ADMINISTRATION Submitted by: Shivan Elyas(11108435) Sheetal Verma(11106055) Soni Sharma(11104934) Ratan kumar Sahoo(11108520) Supervised by: Kiran Thakur Assistant Professor School of Business Administration Department of Management LOVELY PROFESSIONAL UNIVERSITY PHAGWARA 2011-2013
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book‚ Emotional Intelligence 2.0‚ provides an alternative approach to how a person achieves success. This book does not focus on the conventional determinant of success‚ such as formal education and training‚ experience‚ and intelligence level (IQ). Although all these components contribute greatly to ones achievement of success‚ these factors are not the only factors to be considered in whether a person will be successful or not. This book focuses on the concept that it refers to as emotional intelligence
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Difference Among Gender in Emotional Intelligence in the Workplace EXECUTIVE SUMMARY The topic of emotional intelligence among employees in the workplace is among the most abundant‚ yet most important to take into consideration when managing a company or corporation. With its many definitions and aspects‚ this paper will discuss the true definitions of emotional intelligence and how it can be so different among genders in the workplace. The three main points that will be discussed include the
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mental‚ emotional and physical health. However‚ some people have certain protective factors which can help them safeguard or at least cope effectively with these changes. These factors could be supportive peers‚ parental support (Crockett et. al.‚ 2007)‚ positive experiences at school‚ athletic or academic success (Rutter‚ 1985) and having an ability to understand and manage emotions (Christine & Matthew‚ 2009). Taking into consideration college
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DigitalCommons@University of Nebraska - Lincoln Leadership Institute Faculty Publications Leadership Institute 1-1-2010 Emotional Intelligence and Transformational and Transactional Leadership: A Meta-Analysis Peter D. Harms University of Nebraska - Lincoln‚ pharms2@Unl.edu Marcus Credé State University of New York at Albany Harms‚ Peter D. and Credé‚ Marcus‚ "Emotional Intelligence and Transformational and Transactional Leadership: A Meta-Analysis" (2010). Leadership Institute Faculty Publications
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Emotional Intelligence Assessment Novelette Anglin MGT 605 July 30‚ 2014 Emotional Intelligence Assessment After carefully reviewing the Emotional intelligence Assessment quiz result one status found captured my attention keenly. The result is definitely on point with my personal characteristics. The assessment result showed true fact pushing myself taking care of others‚ and forget I need to pay attention to me as well. This is true and this often happens on a daily basis. I enjoy my surrounding
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The effects of leader and follower emotional intelligence on performance and attitude: An exploratory study Chi-Sum Wonga‚*‚ Kenneth S. Lawb‚1 a Department of Management‚ The Chinese University of Hong Kong‚ Shatin‚ N.T.‚ Hong Kong‚ China b Department of Management of Organizations‚ Hong Kong University of Science and Technology‚ Clear Water Bay Road‚ Hong Kong‚ China Abstract Recently‚ increasing numbers of scholars have argued that emotional intelligence (EI) is a core variable that affects
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Fostering Emotional and Social Intelligence in Organizations The concept Emotional and Social intelligence or ESI is no new term; it is the outcome of a research almost 35 years old. Being the product of a multidisciplinary research approach‚ it is considered a significant tool to examine behavioural competencies and their impact on performance. Social‚ Personal and Practical Intelligence Philosophers and social scientists have observed 3 types of intelligence: * abstract intelligence‚ *
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PHINEAS GAGE AND EMOTIONAL INTELLIGENCE The importance and impact of emotional intelligence can be better be explained by the sad true story of a man called Phineas gage. Phineas gage was a 25 year old construction foreman whose ability to lead his team as they lay tracks for the Rutland and Burlington railroad in Vermont was revered. His employers also acknowledged his efficiency and capabilities by putting him in charge of the most challenging and dangerous part of the blasting operation. On
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ACAP Student ID: 196843 Name: Giuseppina Wolfram Course: Bachelor of Applied Social Science ASSESSMENT DETAILS [pic] Unit/Module: Organisational Behaviour Educator: Jacqueline Campbell Assessment Name: Academic Essay: Cognitive & Emotional intelligence Assessment Number: 1 Term & Year: Term 2‚ 2012 Word Count: 1‚892 DECLARATION I declare that this assessment is my own work‚ based on my own personal research/study. I also declare that this assessment‚ nor parts
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